The writer of this essay aims at understanding the effect of employee training and development as a human resource practice on productivity. The essay will begin with an overview of the human resources practice for productivity – training and development…
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Emphasis on the different theories and the merits and demerits of the theories will be discussed.
Since the aim of the dissertation is to understand the effects of training and development on employee productivity it is essential that a case is taken into consideration. The study conducted in this dissertation uses data from a company – British American Tobacco Ltd. UK., to discuss and understand the effects of training and development on the employees and how the productivity of employees is affected by these human resource practices.
The Human Resources departments of various companies and corporations who are actively working on improving the performance and productivity of employees or are preparing proposals to the management on implementing different training and development processes to improve the productivity of employees.
The key issues that will be discussed in the dissertation are the effect of training and development programs on employee productivity. The merits and demerits of including the training programs for graduate employees will also be discussed. As the company spends a lot of its resources in training of employees it is essential that the results got from these programs are beneficial for the company. Also, a brief discussion about why training programs might not be useful in certain cases will also be discussed. Recommendations for the company will include steps the company can take to ensure positive results in the form of better productivity of employees will also be discussed. The companies website states a lot of different programs that BAT offers for new starters, this will also be discussed in detail to analyze the usefulness and appropriateness of the programs.
Another issue that will be discussed is the effectiveness of the theories that have been derived over the past years. A detailed explanation of the different theories will be discussed and an analysis of the theories will be made.
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One-off training of individual, discrete skills that do not need review, revisiting or enhancement over time do not require a training cycle system. In fact, the only thing that stops a cycle from continuing on indefinitely are human, physical and equipment limits that prevent a task from ever being infinitely efficiently conducted, instrumentation that prevents the measurement of a task from being more precise, or the cost-reward ratio declining as more cost must be expended to wring out an ever-smaller benefit.
Therefore, it is imperative for group activities and groupism to thrive along more formal lines in the organization so as to avoid the pitfalls of individuality where it becomes difficult for one person to undertake all tasks effectively. (Taylor, 1895) The basic problems being faced by the company as far as HRM practices is concerned, are as follows:
Training is a learning process, inclusive of acquisition of knowledge, skills, rules, concepts and the changing trends of attitudes and behaviours that enhance employee’s effectiveness and performance. Training can also be defined as any strategy applied with a motive of improving a person’s capabilities in related to a certain task.
In this regard it becomes very essential to have a motivated and talented human resource base as they form the most important assets for a business organization. One of the organizations that implement Human Resource strategy as its competitive advantage is Google.
The fact is, selecting training methods can be hard, particularly when there are a lot of trainees, a lot of money and a lot of your job at stake. That’s why it is required to know about the training methods and then to decide for selecting training methods.
In this paper, the HRM policies and practices under study specifically focus on those aspects that directly influence an employee’s accomplishment of his job – motivation, reward, and performance assessment and management. The study is a qualitative research that relied on both primary and secondary data.
ap between the actual knowledge, skills and abilities (KSAs) possessed by the employees and those required by them to meet the organisational objectives. It helps in evaluating the skill and knowledge base possessed by individuals and helps in appraising employees
Please send me a message that you did grant my request regarding the reversion to the original timeframe such that there will be no dispute on whether the paper is late or not. Thank you, I appreciate it.
This section of the dissertation will be completed last which means right after the conclusion and recommendations section.
It should be mentioned that the purpose of training is to improve knowledge and skills, and to change attitudes. This can lead to many potential benefits for both individuals and the organisation. Training can:
Training needs analysis is therefore a key element of improved organisational performance.
Formal mentoring involves purposeful matching of the mentor and the mentored. Often constraints are placed on the formal mentoring processing with regard to time frame, subject matter or skill development and position specific behaviors.
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